Human Resource Information System (HRIS)
The Position of Human Resource Information System administrator has diverse roles and responsibilities. This essay discusses the roles of Human resource information’s system administrator in an organization.
First, administrators are custodians of employee’s data as well as welfare. Different departments in the organization require performance data for decision making purposes. An administrator shares employee’s data with authorized personnel within and outside an organization. Second, the position dictates that the holder offers assistance to other department including senior-level human resource management. Technical support and advice on compensation, policies and procedures, employee relations and EEO compliance is essential for good policy planning and execution. In addition, the function of system liaison increases the chances of success in utilizing the human resources available. Last, enterprise resource planning (ERP) calls for prior evaluation of various projects. At this point, all the functions that involve transaction and traditional activities attach this position to the mainstream system of administration. Therefore, senior staff in the company depends on the research and advice provided by the lower staffs who conducts transactional businesses. The reason behind high dependency ratio towards junior employees is that they have firsthand experience in business operations. This is how human resource functions forms part of strategic planning.
Leadership positions are classified as per roles and responsibilities undertaken. There are three categories of tasks; these are transactional, traditional, and transformational activities. Every category carries with it, assigned duties, and responsibilities as discussed below. Traditional activities incorporates processes such as personnel’s actions (pay & title changes, employment status, termination and hiring employees), maintain integrity in HRIS, ATS and system management, training new workers while feeding their data in cost point and performing documentation through provision of guidelines and procedures to be followed. Transformational activities on the other hand involves applying new systems in human management, recommending new processes, innovation solution implementation, customer services improvement and system upgrade. Last, transactional activities are concerned with activities such as the provision of liaison, keeping an updated record of HRIS, preparing reports and queries and managing other duties. However, most of the tasks run concurrently hence interconnected. This means that the administrator is capable of executing the three activities at the same sitting provided the necessary resources and facilities are at his or her exposure. Considering the diversity of these functions, the right candidate needs to be appointed for this job so as to offer quality services.
The Pivotal role played by HRIS in modeling business organization activities and systems is discussed below. Normally, the system aids in the development and structuring of customers report aimed at improving the quality of services offered. Another major role is provision of updated workers and customer’s data. The process followed during decision making endeavor is made easier by having the system in place. Furthermore, the top management and board of governance usually evaluate the company performance and progress by going through consistent reports. Thus, timely reports are essential for this process. Placement and recruitment process becomes less expensive with HRIS utilization. This ensures that no inconveniencies take place between these processes. Moreover, employees feedback and communication with leaders goes on through the platforms hence creates efficiency. Timely communication increases the accuracy level for events and activities planning. In conclusion, companies in the twenty first century have adopted Human resource information systems so as they can be competitive in the market.